Managers receiving formal training in gain sharing systems are familiar with several methods of determining bonuses for production environments. The Scanlon, Rucker, Improshare, and other Gain-Sharing plans all provide formulized methods based on production output, inventory change, standard value hours, or other quantifiable production measures. However, in a non-manufacturing setting of the modern project team, it has been difficult to assign value to individual team members' contributions and provide for equitable distribution of bonuses. Often the bonuses given are after the peak of the project's major activities when many contributors have moved on to other projects. Using Enterprise Resource Planning Software, the project manager is able to track an individual's contributions to a project's success, and using the method described may concretely and equitably assign and distribute bonuses to the team members. This method may be utilized in real time during the various project phases, or accumulated for later lump sum distribution. The method will be analyzed against current thoughts on team cohesiveness, motivational theory, and productivity enhancement. Generic examples will be used as a departure point for tailoring the plan to user specific software packages and differing organizational structures. Recommendations for an implementation plan along with benefits and possible areas for concern will be developed and reported.
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